Principal performance management policy

Outcome statement

A fair and transparent performance management process recognises the professionalism of the principal and the accountabilities of the board.

Scoping

An annual performance agreement will be established between the board and principal and be in place at the beginning of each school year.

The principal’s performance against this agreement will be reviewed throughout the year, and a final report will be prepared and presented to the board at the end of the school year.

The prime focus of the agreement will be that every student at the school is able to attain their highest possible standard in educational achievement.

A budget for professional expenses and for professional development will be established annually in accordance with the principal’s professional development plan contained in their performance agreement and be included in the budget. Spending within budget is with the approval of the board. Any overseas trips for professional development must be approved by the board of trustees at least one term in advance of the event.

Professional development expenses may include but are not confined to continuing education, books and periodicals, mentoring and attendance at professional conferences.

Delegations

The presiding member will ensure an annual performance review is carried out in accordance with this policy.

Expectations and limitations

·       The review process will occur annually, providing a written record of how the principal has performed as per the terms of the performance agreement and identifying professional development needs.

·       The principal’s performance will be formally reviewed on an annual basis by an independent consultant or duly delegated member(s) of the board.

·       There will be at least two interim reviews, preceding the annual formal review, between the principal and  to discuss progress.

·       The principal will be reviewed on the criteria set out in the performance agreement – performance objectives, professional standards, learning and development objectives and fulfilment of additional duties that require concurrence payment.

·       If the principal and the board disagree on the performance objectives, the board, after considering the principal’s input, will amend the disputed objectives or confirm the unchanged objectives. The board’s decision will be final.

·       The consultant/ presiding member/delegate may gather information from staff, parents or any other relevant members of the larger school community who can provide feedback on how the principal has performed. Evidence may include surveys, self-review, teaching observation (if relevant), interviews, focus groups or documentary evidence.

·       The principal and consultant/ presiding member/delegate will meet for a formal interview to discuss whether the performance agreement has been satisfied, with the principal given the opportunity to discuss and comment on each criterion before a rating is given. The results will then be drafted into a report by the consultant/  presiding member/delegate and sent to the principal. The principal can accept the report or dispute the report. If the report is disputed, the consultant/  presiding member/delegate will consider the principal’s views before deciding to either amend the report in accordance with the principal’s views or let the report stand with the principal’s comments attached.

·       The consultant/ presiding member/delegate will present the final report/summary back to the board with the result of the review. The principal may be present at the presentation and will have the opportunity to address the board. The principal will then exit, and further discussion may continue among the board.  The principal will be informed personally and in writing of the final outcome following the report discussion.

·       The performance agreement and results of the review are confidential to the principal, the board and their agents unless both parties agree to wider distribution.

Reviewed and Amended May 2022

 Disciplinary Process in Relation to the Principal

 In the event the board receives a complaint regarding the principal or determines that policy violation(s) may have occurred in the first instance the board will consider whether this may be dealt with in an informal manner (as per the employment agreement provisions that apply to the principal).  Where the board considers the degree and seriousness of the concern or violation(s) sufficient to warrant initiating a disciplinary or competency process, the board shall seek the support and advice in the first instance from an NZSTA adviser to ensure due process is followed.

Reviewed Dec 2021 

Principal Professional Expenses

A budget for professional expenses and for professional development will be established annually in accordance with the principal’s professional development plan contained in their performance agreement and be included in the budget. Spending within budget is with the approval of the board. Any overseas trips for professional development must be approved by the board of trustees at least one term in advance of the event.

Professional development expenses may include but are not confined to: continuing education, books and periodicals, mentoring, and attendance at professional conferences.

Approved May 2021